Labor Statistic 2014

http://www.bles.dole.gov.ph/PUBLICATIONS/LABSTAT%20UPDATES/vol18_7.pdf
Philippine Labor Situation
http://bulatlat.com/main/2008/08/31/the-philippine-labor-situation/
Employment Rate 2014
http://web0.psa.gov.ph/content/employment-rate-april-2014-estimated-930-percent
World report 2014
http://www.hrw.org/world-report/2014/country-chapters/philippines
Analysis Domestic worker
http://www.ilo.org/wcmsp5/groups/public/@asia/@ro-bangkok/@ilomanila/documents/publication/wcms_124895.pdf
Situation Filipino Worker
http://www.apl.org.ph/APLPrimer/aplprimer_part2.pdf
1. Prerogative to transfer employees
Management has the authority to transfer or move employees to different offices or areas of
operations that it deems most beneficial to the company provided no demotion in rank or
diminution of salary or benefits can be done. A transfer cannot be disobeyed as it may be used as
a ground for termination. This is the difference between a promotion and a transfer, a promotion
can be refused but a transfer must be followed.

2. Prerogative to demote employees

Demotion is a penalty for wrongdoing. Grounds for demotion is similar for termination,
therefore it requires due process. And if served, demotion may be served with diminution of both
pay and rank.
3. Prerogative to discipline employees
In order to safeguard the interest of the business owner, the law provides for management to put
in place measures for self-protection. This is done by setting the Company Rules and Regulation
(CRR). Any employee who is found breaking company rules would be bound to penalties based
on the CRR.
4. Prerogative to terminate employees

As part of the inherent right of the business owner for investment protection, he has the
prerogative to dismiss employees for the following reasons:
a. Serious misconduct or willful disobedience by the employee of the lawful orders of his
employer or representative in connection with his work.
b. Gross and habitual neglect by the employee of his duties.
c. Fraud or willful breach by the employee of the trust reposed in him by his employer or duly
authorised representative.
d. Commission of a crime or offence by the employee against the person of his employer or any
immediate family member or duly authorized representative.
5. Prerogative to lessen the workforce
The law provides for management to introduce labor-saving devices that would benefit the
company. This may include, introduction of technology in place of manual labor for efficiency,
or engagement to business outsourcing. Dismissal of employees due to these causes entitles them
to separation pay. Redundancy and retrenchment are also valid causes for termination of
employees.
6. Prerogative to suspend operations
A lot of seasonal businesses like hotels and resorts, souvenir shops, restaurants in tourists
destinations have a common problem. They have regular employees with constant labor costs
despite having lean months with practically low to no sales at all. The law provides a remedy for
this by allowing business owners to suspend their operations not exceeding six months. This can
be imposed with a no work no pay policy to employees but providing a guarantee of reinstating
them once the business opens again with their service to the company carried on.
7. Prerogative to close operations
In the event that continuing a business is no longer viable, the owner has the right to close it
down. If the closure is due to losses, employees are entitled to separation pay. But is the closure

is due to serious losses which means the loss is greater than its capitalisation, then employees
would not be entitled to any separation pay.